The Three Stages of Change Implementation

Introduction Organizations make various levels of change to achieve organizational goals. Regardless of short term or long term, the organization's main goal is to enable employees to achieve common goals on the right page, while improving employee engagement. However, in order to carry out the change, each employee needs to understand the ongoing changes and adjust the changes to realize the organization's future growth and willingness to succeed.

Three basic steps - the planning, implementation, and evaluation of the results of planning and implementation, the process of change is included. Resistance to change should be ideally dealt with at the planning stage and the initial implementation stage. In order to properly plan changes, administrators need to consider when and how to make and change changes, and how to contact employees and obtain better support. Administrators should pay attention to the focus of change, the number of changes, and the speed of change to perform the change. As all changes are result-oriented, it is also important to evaluate the outcome of the change. If the change is not monitored, its effectiveness can not be measured. This can be done by collecting the data and comparing the results to the original target.

Resistance to change is an organized phenomenon that has received great attention. Change management experts such as Lewin and Kotter proposed a convenient way to implement organizational changes. Lewin recommends a three-step change management process, including decompression, modification, and freezing stages (Lewin, 2005, p. 14). Kotter, on the other hand, proposed a gradual change in the appropriate eight stages (Kotter, 2009, p. 7). Finding these tools for organization change is useful, but management experts argue that good change management arises from effective leadership. Leaders are responsible for achieving effective organizational change (Kotter, 2009, page 54).